CDD regulados: Si

Remarks

Fixed term contracts are regulated with the Law Decree Nº 16187 of 1979

Razones de utilización legítima de CDD: razones materiales y objetivas

Remarks

Art. 2 of Law Decree Nº 16187: FTC are not allowed for permanent tasks or for those that are characteristic of the business.

See also: Resolución Ministerial 283/62 of 13 June 1962 according to which the contract should, by default, be considered as a contract of undefinite duration, unless the nature of the task, work or service, justifies the conclusion of a FTC.

See also the principle of "labour stability" established under Article 11 of Supreme Decree No. 28699, of 1st May 2006.

Número máximo de CDD consecutivos: 2

Remarks

Art. 2 of the Law Decree Nº 16187

Duración máxima acumulativa de CDD consecutivos: 12mes(es)

Remarks

Resolución Ministerial N º 283/62 del 13 de junio de 1962

Duración maxima del periodo de prueba: 3 mes(es)

Remarks

Art. 13 of the Labour Code: When an employer or worker is dismissed for a reason other than his/her own will, the employer must compensate him/her for the service, with the amount of one month salary for every year of work. If the time of service does not amount to one year, compensation will be proportional to the number of worked months, excluding the three first months which are considered probationary period. If the employee has worked for more than 8 years, he/she will perceive the compensation even if he/she voluntarily leaves the job.

Note: Supreme Decree No. 17289, of 1980, exempts certain categories of workers from the probationary period of Article 13 of the Labour Code.

Motivos autorizados (despido justificado): conducta del trabajador

Remarks

Art. 16 of the Labour Code sets out the following causes for the termination of employment and in these cases there is no entitlement to severance pay or compensation:
a) Intentional material damage to working tools/ instruments
b) Revelation of industrial secrets
c) Imprudence or omission impacting industrial security or hygiene
d) Partial or complete breach of agreement
e) Larceny or robbery committed by the employee

Motivos prohibidos: estado civil, embarazo, color, sexo, orientación sexual, religión, opinion política, nacionalidad, edad, afiliación sindical y actividades sindicales, discapacidad, situación económica, lengua, nacimiento, origen étnico

Remarks

With the adoption of Supreme Decree No. 28699, of 1st May 2006, any dismissal that is based on grounds that are not included in the list established by Article 16 LC is to be considered against labour stability; and the worker affected can request the Labour Authority to order his/her reinstatement.
Therefore, only the grounds based on worker’s conduct are not prohibited (Art. 10, Supreme Decree No. 28699).

Art. 14 of the Bolivian Constitution
Regarding trade union membership and activities, only the leaders of workers' organizations are protected; they cannot be dismissed without prior authorization from the Labour Court. (Art. 2 of the Legislative Decree No. 37 of 7 February 1944).

Maternity protection: Article 61 of the Labour Code; Supreme Decree No. 12 of 19 February 2009

Protection of workers with disabilities (and their family members, under certain conditions): Supreme Decree No 27477, of 6 May 2004

Trabajadores que gozan de una protección particular (fuero): representantes de los trabajadores, mujeres embarazadas o con licencia de maternidad, trabajadores con discapacidad

Remarks

Article 14 of the Constitution: General provision against discrimination

Trade union leaders: Under Art. 14 of the Bolivian Constitution, with respect to trade union membership and activities, only the leaders of workers' organizations are protected; they cannot be dismissed without prior authorization from the Labour Court. (Art. 2 of the Legislative Decree No. 37 of 7 February 1944).

Maternity protection: Article 61 of the Labour Code; Supreme Decree No. 12 of 19 February 2009

Protection of workers with disabilities (and their family members, under certain conditions): Supreme Decree No 27477, of 6 May 2004

Forma de la notificación del despido al trabajador: sin forma particular exigida

Plazo de preaviso:

Remarks

Art. 12 of the LC provides for the following notice periods:

1. Labour contract with workers (”obreros"):
a.) 1 week of advance notice for contracts longer than one month;
b.) 15 days of advance notice for contracts longer than six months;
c.) 30 days of advance notice period for contracts longer than one year.

2. Labour contracts with employees ("empleados") require a notice period of 90 days if the contract has been consecutively longer than 3 months.

Note: the difference between “worker” and “employee” can be found in Article 2 of the Labour Code; the difference is based on the nature of the tasks for which they are contracted.

Indemnización sustitutiva de preaviso: Si

Remarks

Art. 12 of the Labour Code

Notificación a la administración: No

Notificación a los representantes de los trabajadores: No

Aprobación de la administración publica o de organismos judiciales: No

Acuerdo de los representantes de los trabajadores: No

Definición de despido colectivo (número de empleados afectados): Collective dismissal is not defined by law. Article 14 of the Labour Code provides that in case of cease of activities due to bankruptcy or "verified losses" ("peridas comprobadas"), the compensation shall be half of the usual amount, and workers credits shall be given priority.

Consultación previa con los sindicatos (representantes de los trabajadores): No

Notificación a la administración: No

Notificación a los representantes de los trabajadores: No

Aprobación de la administración publica o de organismos judiciales: No

Acuerdo de los representantes de los trabajadores: No

Reglas de prioridad para los despidos colectivos (consideraciones sociales, edad, años de servicio): No

Obligación del empleador de considerar solucionés alternativas al despido (transferencia, formación...): No

Reglas de prioridad para la re-contratación: No

Indemnización por despido:

Remarks

Art. 13 of the Labour Code: When an employer or worker is dismissed for a reason other than his/her own will, the employer must compensate him/her for the service, with the amount of one month salary for every year of work. If the time of service does not amount to one year, compensation will be proportional to the number of worked months, excluding the three first months which are considered probationary period. If the employee has worked for more than 8 years, he/she will perceive the compensation even if he/she voluntarily leaves the job.

No severance pay if the worker was dismissed with just cause.

duración de servicio ≥ 6 meses: 0.25 mes(es)

duración de servicio ≥ 9 meses: 0.5 mes(es)

duración de servicio ≥ 1 año: 1 mes(es)

duración de servicio ≥ 4 años: 4 mes(es)

duración de servicio ≥ 5 años: 5 mes(es)

duración de servicio ≥ 10 años: 10 mes(es)

duración de servicio ≥ 20 años: 20 mes(es)

Indemnización por despido por razones económicas:

Remarks

Article 14 of the Labour Code provides that in case of cease of activities due to bankruptcy or verified losses ("peridas comprobadas"), the compensation shallbe half of the the usual amount, and workers credits shall be given priority.

duración de servicio ≥ 6 meses: 0.12 mes(es)

duración de servicio ≥ 9 meses: 0.25 mes(es)

duración de servicio ≥ 1 año: 0.5 mes(es)

duración de servicio ≥ 2 años: 1 mes(es)

duración de servicio ≥ 4 años: 2 mes(es)

duración de servicio ≥ 5 años: 2.5 mes(es)

duración de servicio ≥ 10 años: 5 mes(es)

duración de servicio ≥ 20 años: 10 mes(es)

Compensación por despido injustificado - libre determinación de la Corte: No

Remarks

See Article 13 LC (above)

Posibilidad de readmisión: Si

Remarks

Articles 10 and 11 of Supreme Decree No. 28699 provides for the possibility for employees to choose between reinstatement or compensation in case of unfair dismissal.
If the employee opts for reinstatement, he/she can request the Labour Authority to issue a reinstatement order, provided that the dismissal is proved to be unjustified.

Conciliación previa obligatoria: No

Remarks

Only for collective labour disputes

Corte o Tribunal competente: tribunal del trabajo

Remarks

The procedure is governed by the Code on Labour Procedure, 1979, (Código de procedimiento laboral 1979)

Arbitraje: No

Remarks

Only in the case of collective labour disputes.

Note: In 2015, a new law on arbitration and conciliation was approved (Ley No. 708 of 25 June 2015), which explicitly excludes labour relations from its scope (Art. 5).